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could have on job performance, and must notify their respective Supervisor if they
are taking such medication and believe they need a reasonable accommodation
before reporting to work while under the influence of such medication.

Where Molzen Corbin is informed of medication use pursuant to this section, the
Company reserves the right to determine if the employee must submit to a drug and
alcohol test.

In such circumstances, Molzen Corbin also reserves the right to determine whether
the employee may remain at work or temporarily be given a different assignment for
the duration of the legal drug use.

Because Molzen Corbin is committed to employee safety, employees who are
assigned use of a Company-owned vehicle but have reported legal drug use that could
adversely impair their ability to operate such equipment will not be permitted to drive
the Company vehicle during the time they are on such medications. Molzen Corbin
will assist employees in arranging other means of travel.

G. DRUG TESTING POLICY

1. Post-Offer, Pre-Employment Screening of Job Applicants, and Testing Upon
Return to Work. All job applicants who have been made an offer of
employment are subject to drug and alcohol testing. All offers of employment
with Molzen Corbin are conditioned on the applicant submitting to,
successfully completing, and passing a drug and alcohol test in accordance with
the testing procedures described in this policy.

Unless otherwise prohibited by law, employees who are returning to work after
an extended absence for any reason (exceeding 90 days) may be required to
pass a drug test prior to their return to work. Any employee returning to work
after the completion of a rehabilitation program will be required to pass a drug
and alcohol test prior to returning to work.

2. Circumstances Under Which Employees May Be Tested. Employees may be
required to take a test at any time to determine the presence of drugs or alcohol.
Employees that agree to take the test must sign a consent form authorizing the
test and the Company’s use of the test results for purposes of administering its
discipline policy. It is a violation of this policy to refuse consent for these
purposes or to test positive for alcohol or illegal drugs. Policy violations will
result in discipline and may result in termination. Some of the circumstances
under which an employee may be required to take a drug and alcohol test
include the following:

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“Nothing in this guidebook changes the “at-will” nature of employment with Molzen Corbin. This guidebook is not an exhaustive statement of all rights and
responsibilities of Molzen Corbin employees. Employees are directed to ask Human Resources for additional information about matters addressed in this
guidebook. Furthermore, nothing in this guidebook shall prohibit or is intended to interfere with the exercise of Employee rights under Section 7 of the
National Labor Relations.